What to expect interviewing for software roles at RGA: candidates describe a recruiter screen followed by conversational, team-focused panels, with few algorithm questions and some communication gaps after interviews.
$141K
Avg. Base Comp
$176K
Avg. Total Comp
Not reported
Typical Rounds
Not reported
Process Length
If you are preparing for a software role at RGA, expect interviews that lean conversational rather than algorithm-heavy. The three candidate reports behind this guide come from adjacent technology titles (a global technology intern, a QA manager and a senior software architect), not from a plain Software Engineer. Treat them as indicators of RGA's style, not an exact script.
All three describe starting with a recruiter or HR screen. The intern candidate then met several team managers, thought there were four, and said they were interested in team goals, vision and industry knowledge. Questions mixed some coding with situational and behavioral scenarios, and nothing felt time-pressured. That candidate received an offer the next day.
The QA manager candidate described a panel made up of people from many groups the role touches, so most questions were non-technical. It included an estimation question about how many golf balls fit on an airplane, and only one question tied to day-to-day work. A behavioral round followed, and the candidate heard nothing after being told an offer would be recommended. The architect candidate had a roughly one-hour panel that focused on background and role fit, with no notable technical questions, and then received no decision.
So prepare detailed walkthroughs of past projects, concise behavioral stories, and the habit of reasoning aloud through estimation problems. Keep your own scheduling emails, and ask for a decision timeline in writing, since two candidates report going quiet after interviews.
Synthesized from 3 candidate reports by our editorial team.
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Real interview reports from people who went through the Reinsurance Group Of America, Incorporated process.
The recruiter called almost an hour before the time in my confirmation email, and when I pointed that out she insisted I had the time wrong, even though the email was open in front of me. That set the tone a little. The screen itself was mostly the recruiter talking up the company without saying much concrete. She said the pay was on the lower side but the benefits sounded fine. At the end I was told the next step would be a panel.
The panel invite arrived about a week later with a fixed date and time and no request for my availability, along with a note asking me to be flexible. The slot happened to work for me. The panelists were friendly, but the company wanted representation from every group the role might interact with, so most of the questions had little to do with the software engineering work itself. One was a rough estimation question, how many golf balls would fit on an airplane, which was more about how I reasoned through an unfamiliar problem out loud than about any specific technical knowledge. Only one question actually related to the day-to-day work.
About a week after that, a final behavioral round showed up with the same pattern of no availability check. The interviewer seemed to be working from a fairly old-school script. At the end, though, they told me I had nailed it and that they would recommend an offer. After that I heard nothing. I messaged the recruiter twice and never got a response, so I'm treating this as a rejection.
If you're interviewing here, keep your scheduling emails and double-check the times yourself. Expect the panel to be mostly general and non-technical, so prepare strong behavioral stories and practice talking through estimation problems out loud.
Prep tip from this candidate
Expect a panel where most questions come from non-engineering interviewers, so be ready for general behavioral answers and at least one estimation question like how many golf balls fit on a plane. Keep your scheduling emails, since a recruiter disputed the time of your screen.
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Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at Reinsurance Group Of America, Incorporated
Select the 2nd highest salary in the engineering department
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Synthesized from candidate reports. Individual experiences may vary.
All three candidates describe starting with a recruiter or HR conversation. The intern candidate says it was a basic resume walkthrough about past experience, and the architect candidate reports about 30 minutes. One candidate reported a scheduling mix-up, so confirm call times yourself.
The intern candidate reports a series of conversations with different team managers, thinking there were about four, focused on team goals, vision and industry. The QA manager and architect candidates describe panels instead, including a roughly one-hour one. Candidates report little deep technical drilling, though formats may vary by role.
Technical content appears limited. The intern candidate reports a mix of coding and situational questions that were not overly complicated. The QA manager candidate reports one estimation question and only one question about daily work. The architect candidate reports no notable technical questions. Prepare to explain your reasoning aloud.
One candidate describes a final behavioral round with a fairly scripted interviewer, and the intern candidate also got behavioral questions about past projects. Outcomes varied: one offer came the next day, while two candidates report silence after the interviews despite follow-ups. Ask for next steps and timing before leaving.
